Be prepared while making a difference! We wonder if the #metoo and #timesup movement - along with daily stories of real bias inside and outside the workplace - would be a thing if harassment training worked.
While new California law went into effect January 1st requiring all companies with more than 5 employees to complete harassment training by January 2020, our focus is on ensuring it supports the culture you want to create while meeting legal requirements.
The Federal Equal Employment Opportunity Commission (EEOC) says it best:
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“Employers have typically relied on compliance-based training to limit the organization's liability. Doing so illustrates they have taken reasonable steps to educate employees about what is considered unlawful sexual harassment and to ensure workers are familiar with company procedures to report violations. But that approach doesn't change employees' behavior.”
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"An organization’s commitment to a harassment-free workplace must not be based on a compliance mindset, and instead must be part of an overall diversity and inclusion strategy.”
Our base 2-hour programming extends beyond online 'check the box' tactics and ensures participants leave with an understanding of:
- Harassment: What is it? Who is impacted? What do the current statistics tell us?
- The role of organizational values in creating a respectful, harassment-free workplace.
- Harassment Law: Federal and State of California
- The cost of harassment in the workplace
- The organization’s Harassment Policy & Claims Process
- Integration of the Mindful Leadership Model to direct in the moment decision making, focusing on impact.
- Practical tools and strategies for navigating harassment from all positions: one experiencing harassment, witness/bystander, the intentional or unintentional offender
- The critical roles of Leadership and Staff
Includes:
- Interactive integration of Organizational Mission, Values, and/or cultural norms (“who are we, and how do we want to be with each other?”) to provide context and how these guide behavioral in-the-moment decision-making.
- Pre and Post training knowledge assessment to ensure a full understanding of the law is acquired.
- Preview of current employee manual and policies, for input and integration into the training, as appropriate.
- Observations on current team stability on the topic including areas of strength and opportunity as noted during the session.
In California, AB1825 ensures that team members are educated on what constitutes sexual harassment, gender-bias, and bullying with the sole purpose of furthering everyone's right to succeed in the workplace. This isn't about checking a box, it's about creating real change.
And, the data confirms that a diverse, equitable, + inclusive workplace doesn't just make you a good corporate citizen, it also makes better work experiences that create better teams who create better outcomes (in other words, when done right it also checks the CFO ROI box).
Thus, an investment in extended programming goes further to uproot deeper systemic issues including:
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a clear understanding of Diversity, Equity, and Inclusion imperatives, and the 3 stages of inclusion: "See - Value - Empower"
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unpacking 'intent' and how good people and good intentions are unknowingly amongst the greatest contributors
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processing the realities of systemic oppression, privilege, everyone's unconscious biases, and micro-aggressions
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a deep dive into The Mindful Leadership Model, a personal accountability framework
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specific tools to build knowledge and confidence to co-create a safe environment where courageous conversations can take place
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development of listening skills that build empathy
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action planning for increasing awareness and application within work teams, ensuring learnings transcend the classroom